This study examined the effect of job rotation on performance evaluation and candidate selection in talents management by investigating the career development program of the G company. This study analyzed the data of 990 managerial level employees and the data consisted of three parts: the demographic information, job information, and evaluation results for each individual. In particular, evaluation information included the results of performance evaluation as well as potential evaluation encompassing leadership, personality, relationship, competencies, etc. In this study, the length of service per job indicated the number of job rotation that each employee had experienced. As a result of regression analysis, employees' duties, the total length of service have significant influence on performance evaluation scores. Regarding the logistic regression analysis about the effective factors of candidate selection in talent management, performance evaluation was the most influential factor, and the length of service per job, educational background, and employees' duties were also significant. The results of this study implied that job rotation would be influential and useful to foster talented leaders in this organization.